Reinforcement matters, and it matters most to learners who truly aspire to develop Leadership training should be reserved for those who truly aspire to be leaders.
Tag: learning transfer
Most Recent
Ignore the learning transfer elephant at your peril, because without learning transfer, your training budget is mostly wasted, and your reputation becomes tattered.
Why are so many of us still struggling to quantify the business impact of training? What if we shifted training’s core focus from learning objectives to
Line of sight is key to both the transfer of new skills, insights and practices to the job and the leadership support required for success.
Although our programs might be well received, taught using concrete learning methods and supported with practical tools to spark learners into taking action, organizations often do not see the needle move in key workplace behaviors.
We all know that manager involvement in learning makes a difference, which is why managers are often seen as central to solving learning transfer problems. What the research doesn’t tell us is how managers feel about being involved.
Effective leadership skills can increase organizational performance – but only if the new leadership skills are put into practice. Traditional approaches to leadership development have a poor track record when it comes to transferring new skills.
It you look at the advances in workforce development over the past 20 to 30 years, you will quickly recognize that almost all of them have been in the name of advancing efficiency, not effectiveness.
A training program is successful if it delivers the right piece of information to the right learner at the right time. Learning transfer rate is highest when employees receive just the knowledge they need when they need it.
Learning management systems remain a central and powerful component of your current and future learning infrastructure.